Budget strain and heavy workloads are driving council staff away — but simple changes can make a big difference. These 10 approaches could help local authorities improve retention.

The retention of staff is a challenge faced by councils across the UK, with budget pressures, competition and increased workloads contributing to the issue.

On a practical level, high staff turnover can disrupt service delivery and increase financial pressure faced by local authorities, but it can also weaken relationships and destabilise councils internally.

To help create a positive work environment where employees feel supported and motivated, councils might consider these 10 key areas:

1. Flexible working patterns

Councils can benefit from offering remote or hybrid working models and job-sharing arrangements for staff, supporting work-life balance and recruitment through the appeal of an adaptable role.

In July, South Cambridgeshire District Council became the UK’s first local authority to introduce a four-day working week structure, following a successful trial period that saw job application rates increase by above 120% and resignations drop by over 40%.

2. Learning and development

Providing opportunities to improve learning and skills through leadership programmes, apprenticeships and mentoring or coaching schemes is a valuable way of developing an experienced and motivated workforce with employment longevity.

Membership network Solace offers a number of learning resources for those working in local government, created in partnership with academics and industry experts.

Havering Council has also produced a development framework designed to facilitate a ‘competent and consistent leadership practice’ within the organisation.

3. Employee wellbeing

Prioritising mental health and wellbeing initiatives can assist councils establishing a supportive work culture, leading to greater morale, lower absenteeism and higher retention rates.

Derbyshire County Council has developed a wellbeing strategy to help cultivate a ‘healthy, content and resilient workforce’, as well as improving service delivery.

4. Pay and benefits

The promise of benefits such as enhanced pension schemes, travel discounts and competitive pay packages can contribute to higher recruitment and retention levels.

Camden Council offers a variety of staff perks, ranging from financial support for childcare and travel costs to health and wellness workshops.

5. Recognition and rewards

Acknowledgement of staff successes and achievements is crucial to building workforce morale and creating incentive among employees. Councils that promote recognition between peers and value schemes are likely to benefit from a strengthened team.

Cumbria County Council introduced a peer-to-peer scheme that saw over 1,000 messages of thanks sent between colleagues, fostering a sense of appreciation and reward at work.

6. Communication methods

Cultivating an effective communication style through surveys, team meetings and one-to-ones, as well as constructive digital dialogue can help councils keep the staff they attract.

Following the appointment of its new chief executive in 2016, West Sussex County Council worked to optimise the local authority’s internal communications through the production of a weekly newsletter that enhanced the sense of collaboration and connection between employees.

7. Leadership and management

A high standard of leadership and management skills is crucial to the retention of workers, contributing to the development of a positive attitude towards work and motivation among council staff.

The LGA has launched a 10-week Retention Reset Programme, intended to enhance local government ‘employment experiences’ and support leaders seeking to advance their retention practices.

8. Career progression

Career progression schemes and development pathways are attractive prospects to employees. Offering options such as secondments, cross-department work and talent pipelines can be effective methods of ensuring staff commitment.

Bedford Borough Council operates a scheme to acknowledge the ‘increased capability of qualified social workers’ as their careers progress.

9. Inclusivity and diversity

By prioritising diversity and inclusion, local authorities can help employees feel valued and respected in their roles, ensuring councils are workplaces that staff want to remain part of. This can be achieved through staff training on equality and diversity, the use of unbiased recruitment processes and the construction of employee networks.

Among the many councils with initiatives in place, Brent Council has formulated an equity, diversity, and inclusion strategy to improve representation and cultivate a sense of belonging in the workplace.

10. Digital tools

The use of technology and digital tools can support staff in their ability to complete work efficiently, increasing productivity and freeing up time for other tasks. Councils that train their employees to use digital skills and up-to-date tools can benefit from increased staff engagement.

Southwark Council has established a ‘Centre of Excellence’ for its digital platforms to improve user experiences among staff.

This article was produced with the help of ChatGPT.

If you found this article useful, then check out: 10 ways councils are using AI to transform public services.